How to create a team that feels safe to speak up

Without using the term “psychological safety,” this article outlines practical ways leaders can build trust, invite feedback, and reduce fear—especially in times of change. Grounded in experience, not jargon.

You know those meetings where no one says what they’re really thinking?

Where ideas get watered down, concerns stay unspoken, and silence fills the gaps?

It’s not that people don’t care. It’s that they don’t feel safe.

As a facilitator and coach, I see it all the time. Talented people holding back—not because they lack skill, but because they don’t feel confident to speak up, take risks, or disagree. When that happens, collaboration stalls. Innovation dries up. People check out.

So how do we shift that? It starts with leadership.

Creating a culture where people can show up fully—ask questions, share ideas, admit mistakes—takes intention. And it starts with how leaders behave.

Here’s what helps:

• Model it yourself: Admit when you’re unsure. Say, “I don’t know yet.” Share what you’re learning. That vulnerability signals that it’s safe for others to do the same.

• Welcome feedback: Don’t just tolerate it—invite it. Ask your team, “What’s something we could do better?” and actually listen.

• Respond, don’t react: When people raise a tough issue or offer a different view, thank them. If the message gets punished (even subtly), the message stops coming.

• Notice who’s not speaking: Pay attention to who’s quiet and make space for their voice. This might mean checking in one-on-one or shifting how meetings are run.

It’s not just about being nice.

Creating a speak-up culture isn’t about being endlessly positive or avoiding discomfort. It’s about building enough trust that the hard stuff can be talked about, too.

When people feel safe to speak honestly—without fear of judgement or backlash—they engage more deeply, solve problems faster, and feel more connected to each other and the work.

You don’t need to run a big culture project to make change. Sometimes it starts with one question:

“What’s something you wish we talked about more openly?”

Ask it. Then really listen.

Want support to build trust and openness in your team?  Let’s talk about what’s possible.